Browsing by Author "Munai, Audrey Chepkemoi"

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    Succession Planning and Employee Performance in Bukura Agricultural College, Kakamega County, Kenya
    (Kenyatta University, 2024-03) Munai, Audrey Chepkemoi
    Organizations' employee performance is plagued by a number of issues, including lower productivity, difficulties setting priorities, making mistakes on projects, and missing deadlines. Performance includes actions and outcomes because the performer's behaviors translate performance from abstraction to outcomes. The goal of this study was to ascertain how succession planning affects worker productivity at Bukura Agricultural College in Kakamega County. At Bukura Agricultural College in Kakamega County, the study attempted to accomplish the following research goals: to evaluate the effects of career management on employee performance; to consider the effects of internal employee recruitment on employee performance; to establish the effects of training on employee performance; and to ascertain the effects of talent management on employee performance. Leadership Model Succession Theory and Self-Concept Theory serve as the study's guiding theories. The research design for the study was a descriptive survey. The targeted population of the study was 130 respondents and the sample size was 98 respondents. Management personnel, academic staff, and support staff are among those who responded to the study. Primary data was gathered using a structured questionnaire with both open-ended and closed-ended questions. Data was reviewed for consistency after collection. Utilizing the content validity of the instruments, the validity of the research tools was assessed. A Cronbach's Alfa of 0.6 and above was considered acceptable for reliability testing using the Split Half type of reliability test. The study collected both quantitative and qualitative data. Analysis of the quantitative data involved both descriptive and inferential statistics. Frequencies, means, modes, standard deviations, variances, and percentages are all included in descriptive statistics. To provide responses and enable comparison, data presentation tables were created. The information was shown as tables, graphs, and charts from which statistical conclusions can be drawn. Both descriptive and inferential statistics was used to assess the quantitative data. The study results showed that career management has a positive and statistically significant effect on employee performance at Bukura Agricultural College with (r=0.374; p<0.01); employee internal recruitment have a positive and statistically significant effect on Employee Performance at Bukura Agricultural College with (r=0.585; p<0.01); training among the staff has a positive and statistically significant effect on employee performance at Bukura Agricultural College with (r=0.668; p<0.01) and talent management has a positive and statistically significant influence on employee performance at Bukura Agricultural College with (r=0.769; p<0.01). In conclusion career management provides an interface between current performance and future development. Employee internal recruitment is a motivation to employees; it is done to encourage employee commitment and performance. Through training long-term abilities are gained and it encourages employee performance. Talent management has provided unique services that influence positively performance of an institution. The study recommends to college principals and university chancellors to implement and evaluate a career management policy and finally the study recommends to all institutions managers and principals to prioritize talent management and retention